Knowledge is power and power is what organizations need to innovate, adapt and achieve
competitive edge in a highly competitive and evolving market arena. To innovate, to adapt, or
try a new function or process require new skills which, in turn, means new learning and
training.
The energy sector, like all other sectors, is undergoing constant change with greater focus on
renewables and sustainability. At the global stage, energy companies are shifting from fossil
fuel energy production and consumption such as oil and coal to natural gas and renewable
energy sources like solar and wind. Added to these are the constantly evolving regulations
and commitments to decarbonisation, and these will continue to gain priority as investors
shift focus on environmental, social and governance (ESG) factors.
Thus, in this constantly evolving environment, energy companies need new knowledge and
skills to survive, to gain new perspectives, and take the next leap. It is here that the role of
skill development, continuous training and online training comes to the fore. As said
knowledge is power – the more your employees know, the more they can do and the more
they can contribute to organizational growth. It is therefore crucial for oil and gas companies
to support continuous learning and training for if this does not happen, they will stagnate and
gradually become irrelevant in the market.
Viewing the situation from the employee perspective it is now commonly known that in order
to retain their talent, oil and gas companies need to fulfil their career growth and professional
aspirations. Several studies have shown that employees prefer upskilling opportunities more
than any other type of incentive. They need learning that is flexible, on demand, and
continual in order to fulfil their career goals and contribute to the organization with cutting-
edge performance.
Here, in this article we look at the role of skill development and online training in sustaining
in the energy sector.
Ensure continuous growth: For most employees their jobs are a means to an end. With that
said, boredom and apathy can seep in, bringing down performance and motivating your
workforce to explore other green pastures. This is also usually the case when the job doesn’t
challenge them enough or they feel insecure with the constantly evolving new knowledge and
skills, which may make them irrelevant in the long-run. By investing in ongoing training and
continuous learning you can fulfil the growth need of both the workforce and you
organization. Secondly, you can equip your existing talent with new responsibilities, also
allowing them to upgrade their job titles. Thirdly, you don’t have to pay to hire or train
replacements, more so in times of shortages of talent and skills.
Identify emerging gaps; Demotivated employees are a sure sign for turnover. In times of a
talent crunch, the last thing you need is for your employees to leave because they have
plateaued within the organization. It is here where the role of skill development comes in.
Before undertaking skill development programs, it is important to first identify the skill gaps
within the organization. Accordingly, you can set up relevant training programs. One way is
to provide elearning opportunities that allow your employees to learn at their own time and
pace, without having to compromise with their job responsibilities. Also, with online training,
no one feels singled out as all employees undergo the same training path, allowing them to
customize the learning experience to their needs. Ongoing training programs also include
self-assessment, allowing employees to identify their own pain-points and plug the skill gaps.
Ensure relevance in the market: As said above, knowledge and skills are constantly evolving
with evolving technologies. In case of the energy sector, there is greater focus on renewables
and transition to green energy in face of the rising climate concerns and the need to reduce
carbon footprints. In face of the constantly changing business environment, and new
compliances and regulations, companies need to invest in continuous skill development and
online trainings to remain relevant in the market.
In conclusion
The energy sector is continuously changing and coupled with this, technologies too are
constantly evolving. Talent crunch is a reality necessitating oil and gas companies to invest in
ongoing training of their workforce to ensure that they are aligned to the current needs of the
market and consumers, and that they are well-equipped with knowledge and skills to innovate
and provide cutting-edge performance.
It is here that GET Group can help. We provide high quality continuous training programs to
the oil and gas industry. Aligned to the needs of the workforce and organizations, we offer
classroom training, e-learning opportunities, blended training programs combining both
offline and online training, and instructor-led programs. Our courses cover the entire range
from beginners to executives to train them for leadership roles.
